Return-to-office mandates are becoming stricter largely due to managers' reliance on 'management by walking around,' which leads to proximity bias. This bias causes managers to undervalue the productivity of remote and hybrid workers, prompting a return to outdated office-centric models despite evidence showing the benefits of flexible work arrangements.

Proximity bias negatively impacts promotion rates for remote and hybrid workers. Despite a study showing a 13% performance increase for remote workers, managers' assessments did not reflect this improvement, resulting in lower promotion rates. For instance, the attrition rate for in-office workers was 35%, while it was only 17% for remote workers, yet managers still favored in-office visibility over actual performance.

Managers can improve performance assessments by adopting a micro-evaluation approach, which includes regular one-on-one meetings to set SMART goals and review progress. This method allows for real-time insights into productivity, helps mitigate proximity bias, and fosters a stronger manager-employee relationship, ultimately leading to better retention and career advancement opportunities for employees.